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Journal of Management Research and Analysis


HRD Audit as a strategic tool for Disruptive Organizations


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Author Details: Sandeep Hegde

Volume : 3

Issue : 3

Online ISSN : 2394-2770

Print ISSN : 2394-2762

Article First Page : 145

Article End Page : 153


Abstract

 “Disruption” as a: to break apart b: to throw into disorder.
Clayton M. Christensen (1997) describes an innovator's dilemma, which concerns the adoption of technologies so new and dramatically different they are characterized char·ac·ter·ize  
tr.v. character·ized, character·iz·ing, character·iz·es
1. To describe the qualities or peculiarities of: characterized the warden as ruthless.

2.
 as disruptive technologies. Christensen and Mark W. Johnson had described the dynamics of "business model innovation" in the Harvard Business Review 2008 article "Reinventing Your Business Model".[1]
The above concept of “Disruption” is applicable to all processes of the organization and specifically to those processes that concern its “People”.
In the early 2000’s HRD department emerged as a business enabler. HRD Dept became a catalyst in the organizational change management initiatives. The impetus of the HRD dept was in transitioning of organization’s culture and developing a strong transformational leadership in the organization.
This paper addresses this contemporary theme of HR Systems and Processes being aligned to the Organizational Strategy using HR Audit as one of the effective tools to manage this transition at workplace.